[CC 1996 §130.820; Ord. No. 1030 §1, 12-8-1997]
A. The
most effective accomplishments of the work of the City requires prompt
consideration and equitable adjustment of the employee grievances.
It is the desire of the City to adjust the causes of grievances informally
and both supervisors and employees are expected to make every effort
to resolve problems as they arise.
1. An employee may present his/her grievance or have an employee committee
selected by the employee present his/her grievance to his/her supervisor
or department head.
2. All grievances shall be submitted in writing to the City Clerk who
shall forward a copy thereof to the employee's supervisor for action.
3. If satisfaction is not achieved by the above procedure within ten
(10) working days, the grievance shall then be presented to the City
Administrator.
4. The City Administrator shall convene a hearing within ten (10) days
to consider the grievance. The employee, the supervisor, the department
head and any other interested party shall have the right to be heard.
All City employees shall be considered in the service of the City
during the course of the grievance hearing and each employee shall
be paid at his/her regular hourly rate for that time spent in the
hearing.
5. Following the hearing, the City Administrator shall within ten (10)
days take whatever action is necessary, including, but not limited
to, a recommendation to change the personnel rules and regulations
or the work practices of the City, a finding that the grievance is
unjustified or any other appropriate recommendation. A report of the
City Administrator's finding shall be presented to the Board of Aldermen.
6. No employee shall be disciplined or discriminated against in any
way because of his/her proper use of the grievance procedure.
7. To the extent the provisions of this Section conflict with Article
XX of this Chapter, the requirements of Article
XX shall apply. The procedure outlined in Article
XX shall be used if the alleged grievance is a disciplinary matter, although the City Administrator may treat a hearing under this Section as a hearing for the purposes of Section
130.810, provided that all employee rights have been respected.